BY ORDER OF THE AIR FORCE INSTRUCTION 36-2624 … · Provides guidance and implementation...
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BY ORDER OF THE SECRETARY OF THE AIR FORCE AIR FORCE INSTRUCTION 36-2624 9 OCTOBER 2018 Personnel TOTAL FORCE CAREER ASSISTANCE ADVISOR AND ENLISTED PROFESSIONAL ENHANCEMENT PROGRAMS COMPLIANCE WITH THIS PUBLICATION IS MANDATORY ACCESSIBILITY: Publications and forms are available on the e-Publishing website at http://www.e-publishing.af.mil/ for downloading or ordering. RELEASABILITY: There are no releasability restrictions on this publication. OPR: AF/A1P Supersedes: AFI36-2624, 15 October 2009; ANGI36-2602, 21 February 2012; AFI36-2612, 25 July 1994 Certified by: SAF/MR (Mr. Daniel R. Sitterly) Pages: 34 This instruction implements Air Force Policy Directive 36-26, Total Force Development and Management and is consistent with Air Force Policy Directive 36-81, Total Force Human Resource Management Domain Governance. It applies to all Regular Air Force, Air Force Reserve and Air National Guard personnel. The Deputy Chief of Staff for Manpower, Personnel, and Services (HQ USAF/A1) develops personnel policy on total force career enhancement programs in collaboration with the Chief of Air Force Reserve (AF/RE) and the Director of the Air National Guard (NGB/CF). This instruction may be supplemented at any level but all supplements must be approved by the Human Resource Management Strategic Board prior to certification and approval. This publication requires the collection and or maintenance of information protected by the Privacy Act of 1974 authorized by Title 10, United States Code, Section 8013 and Executive Order 9397 (SSN), as amended by Executive Order 13478. The applicable Privacy Act System of Records Notices F036 AFPC C, Military Personnel Records Systems, F033 Air Force Base, Privacy Act Request File, F036 AFPC Q, Personnel Data System and F036 AFMC D, Education and Training Management System are available at https://dpcld.defense.gov/Privacy/SORNs/. The Paperwork Reduction Act of 1995 affects this instruction. Process supplements that affect any military personnel function as shown in Air Force Instruction 33-360, Publications and Forms Management, with AF/A1P. Ensure that all records created as a result of processes prescribed in this publication are maintained in accordance with Air Force Manual 33-363, Management of Records, and disposed of in accordance with the records
Transcript of BY ORDER OF THE AIR FORCE INSTRUCTION 36-2624 … · Provides guidance and implementation...
BY ORDER OF THE
SECRETARY OF THE AIR FORCE
AIR FORCE INSTRUCTION 36-2624
9 OCTOBER 2018
Personnel
TOTAL FORCE CAREER ASSISTANCE
ADVISOR AND ENLISTED
PROFESSIONAL ENHANCEMENT
PROGRAMS
COMPLIANCE WITH THIS PUBLICATION IS MANDATORY
ACCESSIBILITY: Publications and forms are available on the e-Publishing website at
http://www.e-publishing.af.mil/ for downloading or ordering.
RELEASABILITY: There are no releasability restrictions on this publication.
OPR: AF/A1P
Supersedes: AFI36-2624, 15 October 2009;
ANGI36-2602, 21 February 2012;
AFI36-2612, 25 July 1994
Certified by: SAF/MR
(Mr. Daniel R. Sitterly)
Pages: 34
This instruction implements Air Force Policy Directive 36-26, Total Force Development and
Management and is consistent with Air Force Policy Directive 36-81, Total Force Human
Resource Management Domain Governance. It applies to all Regular Air Force, Air Force
Reserve and Air National Guard personnel. The Deputy Chief of Staff for Manpower, Personnel,
and Services (HQ USAF/A1) develops personnel policy on total force career enhancement
programs in collaboration with the Chief of Air Force Reserve (AF/RE) and the Director of the
Air National Guard (NGB/CF). This instruction may be supplemented at any level but all
supplements must be approved by the Human Resource Management Strategic Board prior to
certification and approval. This publication requires the collection and or maintenance of
information protected by the Privacy Act of 1974 authorized by Title 10, United States Code,
Section 8013 and Executive Order 9397 (SSN), as amended by Executive Order 13478. The
applicable Privacy Act System of Records Notices F036 AFPC C, Military Personnel Records
Systems, F033 Air Force Base, Privacy Act Request File, F036 AFPC Q, Personnel Data System
and F036 AFMC D, Education and Training Management System are available at
https://dpcld.defense.gov/Privacy/SORNs/. The Paperwork Reduction Act of 1995 affects this
instruction. Process supplements that affect any military personnel function as shown in Air Force
Instruction 33-360, Publications and Forms Management, with AF/A1P. Ensure that all records
created as a result of processes prescribed in this publication are maintained in accordance with
Air Force Manual 33-363, Management of Records, and disposed of in accordance with the records
2 AFI36-2624 9 OCTOBER 2018
disposition schedule located in the Air Force Records Information Management System. Refer
recommended changes and questions about this publication to the Office of Primary Responsibility
using the Air Force Form 847, Recommendation for Change of Publication; route Air Force Forms
847 from the field through the appropriate functional chain of command.
The authorities to waive wing or unit level requirements in this publication are identified with a
Tier ("T-0, T-1, T-2, and T-3") number following the compliance statement. See Air Force
Instruction 33-360, Publications and Forms Management, for a description of the authorities
associated with the Tier numbers. Submit requests for waivers through the chain of command to
the appropriate Tier waiver approval authority, or alternately, to the to the requestor’s commander
for non-tiered compliance items."
SUMMARY OF CHANGES
This document is substantially revised and must be completely reviewed. Major changes include
removal of references to First Term Airmen Center Non Commissioned Officer in Charge and
realignment of the associated duties under the career assistance advisor. In addition, the first term
airman center is renamed the first term airmen course. Lastly, the Air Force Reserve and the Air
National Guard guidance have been combined into this instruction.
Chapter 1— Overview 6
1.1. The Career Assistance Advisor program was originally established as the Base
Career Advisor program in 1999. .......................................................................... 6
Chapter 2— Roles and Responsibilities of Regular Air Force Officials 7
2.1. Headquarters United States Air Force/A1. ............................................................. 7
2.2. Career Assistance Advisor, Career Field Manager (Specialty Code 8A100). ........ 7
2.3. Directorate of Manpower, Personnel and Services (Major Command/A1). .......... 8
2.4. Installation Wing Commander. ............................................................................... 8
2.5. Installation Wing Command Chief Master Sergeant. ............................................. 8
2.6. Force Support Squadron Commander/Director (FSS/CC/CL) or appropriate
commander where a Force Support Squadron does not exist. ................................. 9
2.7. Career Assistance Advisor. ..................................................................................... 9
2.8. Unit Level Commanders, First Sergeants and Superintendents. ............................. 10
Chapter 3— Roles and Responsibilities of Air National Guard Officials 12
3.1. Director, Air National Guard (NGB/CF). ............................................................. 12
3.2. Director, Manpower, Personnel and Services (NGB/A1). .................................... 12
3.3. Air National Guard Recruiting and Retention Division Chief (NGB/A1Y). .......... 12
AFI36-2624 9 OCTOBER 2018 3
3.4. The Adjutant General. ........................................................................................... 12
3.5. State Directors of Staff. .......................................................................................... 12
3.6. State Recruiting and Retention Superintendent. ..................................................... 12
3.7. Wing/Geographically Separated Unit Commander. ............................................... 13
3.8. Unit Commander. .................................................................................................... 13
Chapter 4— Roles and Responsibilities of Air Force Reserve Officials 14
4.1. Headquarters Air Force Reserve. ............................................................................ 14
4.2. Headquarters Air Force Reserve Command/A1. .................................................... 14
4.3. Wing Commander/Individual Reservist Commander. .......................................... 14
4.4. Force Support Squadron Commander and Readiness and Integration
Organization. ............................................................................................................ 15
4.5. Unit Level Commander and First Sergeant............................................................. 15
4.6. Wing Career Assistance Advisor/Retention Program Managers. ........................... 15
4.7. Group Career Assistance Advisor/Retention Program Managers. .......................... 16
4.8. Unit Career Assistance Advisor. ............................................................................. 16
Chapter 5— Career Assistance Advisor Program 17
5.1. Career Assistance Advisor Special Duty Summary. .............................................. 17
5.2. Selection and Assignment Guidance. .................................................................... 17
5.3. Training. ................................................................................................................ 18
Chapter 6— Enlisted Professional Enhancement Programs for Regular Air Force 19
6.1. Career assistance advisors are required to conduct enlisted professional
enhancement programs throughout the year. ......................................................... 19
6.2. First Term Airmen Course. .................................................................................... 19
6.3. Noncommissioned Officer Professional Enhancement Seminar. ......................... 20
6.4. Senior Noncommissioned Officer Professional Enhancement Seminar. ............... 21
6.5. Informed Decision Seminar. .................................................................................. 21
6.6. Volunteer Instructors. ............................................................................................ 22
6.7. Professional Development Center. ......................................................................... 22
6.8. Survey Requests. ................................................................................................... 22
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Chapter 7— Air National Guard Unit Career Advisor 23
7.1. The Air National Guard unit career advisor program is similar to the career
assistance advisor program used by the active and reserve components. ............... 23
7.2. Qualifications and Selection. ................................................................................. 23
7.3. Training and Assessment. ....................................................................................... 23
7.4. Duties and Responsibilities. ................................................................................... 24
7.5. Unit Career Advisor Recognition. ......................................................................... 24
Chapter 8— Air National Guard Career Motivation Program 25
8.1. Program Description. ............................................................................................ 25
8.2. Retention Managers Duties and Responsibilities.................................................... 25
8.3. Unit Career Advisor Duties and Responsibilities. .................................................. 25
8.4. Retention Interviews. ............................................................................................. 26
Chapter 9— Air Force Reserve Retention Program 28
9.1. Wing Retention Program. ...................................................................................... 28
9.2. Quarterly Retention Statistics. .............................................................................. 28
9.3. Contact and Counseling. ........................................................................................ 28
9.4. The Wing Career Assistance Advisor will contact members transferred to a
nonparticipating status or expiration term of service discharge by: ........................ 29
9.5. For Members ineligible to reenlist (other than nonselection), the Career
Assistance Advisor will: ......................................................................................... 29
9.6. Members that requested counseling. ...................................................................... 30
Table 9.1. Completing Air Force Form 158. (T-3). ................................................................. 30
Chapter 10— Resources and Reports 31
10.1. Electronic Repository. ........................................................................................... 31
10.2. Registration. ........................................................................................................... 31
10.3. Retrieval Applications Website. ............................................................................ 31
10.4. Annual Report. ...................................................................................................... 31
10.5. Standardized Air Force Sources. ............................................................................ 32
10.6. Standardized Enlisted Professional Enhancement Seminar Materials. .................. 32
10.7. Locally Developed Materials. ................................................................................ 32
AFI36-2624 9 OCTOBER 2018 5
10.8. Air Force Benefits Fact Sheet. ............................................................................... 32
10.9. Career Assistance Advisor Continuity Book. ........................................................ 32
Attachment 1— GLOSSARY OF REFERENCES AND SUPPORTING INFORMATION 33
Attachment 2— COMPLETING AIR FORCE FORM 158, UNITED STATES AIR FORCE
RESERVE CONTACT AND COUNSELING RECORD 34
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Chapter 1
OVERVIEW
1.1. The Career Assistance Advisor program was originally established as the Base Career
Advisor program in 1999. This program was established to focus on declining retention. The
mission changed in 2003 and the program was then reinstituted as the Career Assistance Advisor
program. Career Assistance Advisor programs will be encompassed as Enlisted Professional
Enhancement programs and will include the First Term Airmen Course, Noncommissioned Officer
Professional Enhancement, Senior Noncommissioned Officer Professional Enhancement, and
Informed Decision Seminars. This instruction details roles and responsibilities and provides
compliance standards with regard to Career Assistance Advisor Programs and operations. While
this instruction governs formal aspects of Career Assistant Advisor programs, commanders and
civilian equivalents should provide a work environment that supports professional enhancement
for the Total Force.
AFI36-2624 9 OCTOBER 2018 7
Chapter 2
ROLES AND RESPONSIBILITIES OF REGULAR AIR FORCE OFFICIALS
2.1. Headquarters United States Air Force/A1.
2.1.1. The Deputy Chief of Staff for Manpower and Personnel (AF/A1), as the functional
authority, is responsible for policy oversight and advisory services related to the career
assistance advisor (specialty code 8A100) and mandated enlisted professional enhancement
programs listed in this instruction.
2.1.2. The Director of Force Management Policy (AF/A1P) provides functional management
and career field guidance for career assistance advisor programs. Directs and establishes
policy for associated programs under career assistance advisors. Appoints an enlisted career
field manager for specialty code 8A100 (career assistance advisor).
2.1.3. The Chief, Force Management Policy Division (AF/A1PP).
2.1.3.1. Acts as the alternate career assistance advisor career field manager for 8A100.
2.1.3.2. Serves in an advisory role for standardized presentation development and review
for enlisted professional enhancement programs.
2.1.3.3. Develops, coordinates and establishes Air Force policy for career assistance
advisor operations.
2.1.3.4. Issues program policy directives related to career assistant advisors and enlisted
professional enhancement programs.
2.2. Career Assistance Advisor, Career Field Manager (Specialty Code 8A100).
2.2.1. Serves as the career field manager, to include assignment functional area manager.
2.2.2. Assists major commands, field operating agencies and direct reporting units with career
assistance advisor requirements.
2.2.3. Processes assignment and other exception to policy requests to AF/A1PP or Air Force
Personnel Center developmental special duty section (AFPC/DP2OSS) for
approval/disapproval.
2.2.4. Assists AF/A1PP in developing, and disseminating policy and plans.
2.2.5. Provides interpretation of applicable policy, plans, and programs and execution
guidance to career assistance advisors.
2.2.6. Provides guidance and implementation instructions for standardized presentations to
career assistance advisors, ensuring standardization of enlisted professional enhancement
programs.
2.2.7. Maintains central repository of standardized presentations, to ensure availability to
base-level program managers.
2.2.8. Oversees, develops and provides all training requirements for the career assistance
advisor career field.
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2.2.9. Maintains the applicable centralized career field management and information site, and
the career assistance advisor portions of the Air Force retrieval applications website.
2.3. Directorate of Manpower, Personnel and Services (Major Command/A1).
2.3.1. Designates a point of contact to liaise directly with AF/A1PP and the career field
manager regarding career assistance advisor program issues.
2.3.2. Provides advisory services to wing commanders, command chiefs, unit commanders
and career assistance advisors within the command.
2.3.3. Processes exceptions to policy for career assistance advisors assignments and programs
as applicable. AFPC/DP2OSS will provide guidance on how to submit exception to policy on
assignments on case by case basis. Coordinate all program exceptions to policy through
AFPC/DP3DW.
2.4. Installation Wing Commander.
2.4.1. Ensures career assistance advisor programs operate in accordance with this instruction
and applicable policies. (T-3)
2.4.2. Establishes memorandums of agreement with all geographically separated units, total
force integrated units, and tenant units to ensure minimum standards of enlisted professional
enhancement programs. Such agreements should address oversight responsibilities, processes
for delivery and attendance, facilities, funding and other resources. (T-3)
2.4.3. Ensures resources and tools are available for establishment and continued operation of
a structured program designed to accentuate and build on basic supervisory and leadership
skills at critical points in an airman’s career progression. (T-3)
2.4.4. Ensures career assistance advisors are not tasked to conduct duties that would detract
from assigned duties outside the guidelines of this instruction. (T-3)
2.5. Installation Wing Command Chief Master Sergeant.
2.5.1. Assists the wing commander in establishing a nominative process for subordinate units
in accordance with published developmental special duty nomination and selection process
and major command policy. (T-3)
2.5.2. Serves as a key advisor in the nomination and selection process for the wing’s career
assistance advisor. (T-3)
2.5.2.1. Ensures all Airmen nominated for career assistance advisor (8A100) meet the
minimum eligibility requirements in accordance with this instruction, the Air Force
Enlisted Classification Directory, developmental special duty nomination and selection
process, and special duty catalog. (T-3)
2.5.2.2. Coordinates as needed with major command and Air Force Personnel Center for
the removal of Airmen who fail to maintain assignment eligibility or if they have a
condition rendering them ineligible for the development special duty. (T-3)
2.5.3. Functions as a critical link for career assistance advisor programs since the success of
these programs have a significant impact on quality of life and morale for the enlisted
population. (T-3)
AFI36-2624 9 OCTOBER 2018 9
2.5.4. Acts as advisor on optional standardized presentations, enlisted professional
enhancement program logistics, and support requirements. (T-3)
2.6. Force Support Squadron Commander/Director (FSS/CC/CL) or appropriate
commander where a Force Support Squadron does not exist.
2.6.1. Serves as local hiring authority for career assistance advisor positions. (T-3)
2.6.1.1. Establishes interview and review process to fill the career assistance advisor
position with the best candidate.
2.6.1.2. When provided a list of eligible nominees from major command/A1, prioritizes
eligible nominees and returns the listing to AFPC/DP2OSS for consideration/action within
prescribed timelines.
2.6.2. Ensures facilities are in place to provide a conducive learning environment for enlisted
professional enhancement programs. (T-3)
2.6.2.1. Ensures technological, logistical, and administrative supplies and equipment are
available as required.
2.6.2.2. Leverages memorandums of agreement between the wing and other units to ensure
resources and processes are in place to meet required timeframes
2.6.3. Avoids assigning additional duties to career assistance advisor that would interfere with
their primary responsibilities or diminish enlisted professional enhancement programs. (T-3)
2.6.4. Ensures personnel assigned to/attending enlisted professional enhancement programs
are considered unavailable for details and exercise scenarios (tasked by outside agencies) from
the program start date through program completion. When possible, deconflict program
schedules with routine wing-wide exercises in advance. Note: Actual contingency operations
may require suspension of program offerings and release of personnel as required on an
individual or group basis. (T-3)
2.6.5. Ensures career assistance advisor receives adequate funding and resources to support
programs outlined in this instruction. (T-3)
2.7. Career Assistance Advisor.
2.7.1. Acts as principal advisor to commanders and supervisors on enlisted force management,
force shaping issues and career program opportunities. The career assistance advisor will be
assigned to the Force Support Squadron under the Force Development Flight, Professional
Development Section. (T-3)
2.7.2. Assists unit-level commanders and superintendents in the development of front-line
supervisors by creating learning opportunities to support desired audience. (T-3)
2.7.3. Develops, supervises, and manages local professional enhancement initiatives. (T-3)
2.7.3.1. Works closely with professional organizations and appropriate subject matter
experts to ensure quality of program facilitation is kept at the highest levels.
2.7.3.2. Solicits and reviews feedback for the purpose of improving program content,
facilitation methods/delivery and overall quality.
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2.7.3.3. Visits each squadron as often as possible to build rapport, disseminate
information, and determine factors affecting the morale of the enlisted force.
2.7.3.4. Advises Airmen on Air Force Form 964, Permanent Change of Station,
Temporary Duty, Deployments or Training Declination Statement (when required).
2.7.4. Ensures all enlisted personnel have access to services and opportunities provided. (T-
3)
2.7.4.1. Leverages technology such as video teleconferencing, webinars, Defense Connect
Online, etc., to visit and provide services for geographically separated members and
leaders.
2.7.5. Aids Force Support Squadron in the dissemination of information about personnel
programs and new guidance to the base populace. (T-3)
2.7.6. Career assistance advisors must familiarize themselves with current information on
force management/shaping, entitlements, benefits, and other issues of importance at critical
decision points. (T-3)
2.7.7. Assists supervisors in counseling enlisted personnel on reenlistment, retraining
opportunities, benefits and entitlements. (T-3)
2.7.8. Directly executes first term airmen course. (T-3)
2.7.8.1. Provides a structured first term airmen course to help airmen transition to a
mission-oriented environment.
2.7.8.2. Manages, coordinates, and conducts day-to-day operations for first term airmen
course as outlined in Chapter 6.
2.7.8.3. Uses team leaders or professional development center coordinators from the
installation in locations where first term airmen course attendance may require additional
manpower.
2.7.9. Manages, coordinates and conducts professional enhancement seminars for
noncommissioned and senior noncommissioned officers as outlined in Chapter 6. (T-3)
2.7.10. Coordinates and conducts monthly informed decision seminars as outlined in Chapter
6. (T-3)
2.7.11. Selects volunteer seminar instructors for all professional enhancement efforts,
ensuring they meet standards of professional appearance, speak clearly, and present material
in an informative and motivational manner. (T-3)
2.8. Unit Level Commanders, First Sergeants and Superintendents.
2.8.1. Ensure all First Term Airmen attend first term airmen course at the earliest possible date
but no later than 45 days after arriving on station. (T-3)
2.8.1.1. Provide memorandums for record to career assistance advisor for any members
that do not complete first term Airman course within 45 days. Justification for the delay
will be included.
2.8.1.2. Ensures Airmen are not scheduled for other appointments while attending first
term Airmen course.
AFI36-2624 9 OCTOBER 2018 11
2.8.2. Ensures all first term airmen and second term airmen attend the informed decision
seminar 12-15 months prior to an individual’s date of separation regardless of reenlistment
intent (see Chapter 6). (T-3)
2.8.3. Ensures opportunities to enrich and develop people are aggressively exploited, using
resources such as the base career assistance advisor, Airmen and family readiness center
programs, and all professional enhancement opportunities. If the career assistance advisor has
verified availability exists, commanders are highly encouraged to fund attendance to
professional enhancement seminars when the unit is not co-located with the installation wing
at unit expense. (T-3)
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Chapter 3
ROLES AND RESPONSIBILITIES OF AIR NATIONAL GUARD OFFICIALS
3.1. Director, Air National Guard (NGB/CF). Is responsible for oversight of policy and
development of Air National Guard Career Motivation Programs.
3.1.1. Withholds the authority to waive T-3 compliance items and delegates this authority to
NGB/A1.
3.1.2. Waivers will be submitted through command channels to NGB/A1Y for consideration.
3.2. Director, Manpower, Personnel and Services (NGB/A1). Establishes eligibility criteria,
and processing requirements for state and territory recruiting and retention Programs.
3.3. Air National Guard Recruiting and Retention Division Chief (NGB/A1Y).
3.3.1. Provides resources, training, policy and guidance to support state and territory recruiting
and retention Programs.
3.3.2. Gathers, analyzes, reports on metrics, and monitors Air National Guard state and unit
recruiting and retention plans and programs.
3.3.3. Conducts staff assistance visits when requested or required.
3.4. The Adjutant General. Authorizes and evaluates the State Recruiting and Retention
Programs. (T-2)
3.5. State Directors of Staff.
3.5.1. Directs and administers the state recruiting and retention program through the recruiting
and retention superintendent. (T-2)
3.5.2. Ensures state Air National Guard manpower procurement objectives are met. (T-2)
3.5.3. Collaborates with commanders and state leadership to ensure successful execution of
recruiting and retention programs. (T-2)
3.6. State Recruiting and Retention Superintendent.
3.6.1. Is assigned by the Adjutant General through a state selection process in coordination
with the Director of Staff, Human Resources Officer and the Assistant Adjutant General for
Air. (T-2)
3.6.2. Manages the State Air National Guard recruiting and retention program to include
development and supervision of both the recruiting office supervisors and retention office
managers. (T-2)
3.6.3. Administers and evaluates the state recruiting and retention program and performs
duties as identified throughout this instruction, personnel services delivery guide and in
accordance with the recruiting and retention superintendent position description. The
recruiting and retention superintendent will work within the state-assigned chain of command
to ensure strength objectives are met. (T-2)
3.6.4. Serves as a key advisor in the selection process of all recruiting and retention personnel
within the state of assignment. (T-2)
AFI36-2624 9 OCTOBER 2018 13
3.6.5. Determines training needs and establishes performance and production standards for the
state recruiting and retention team, ensuring required training and mission needs are met. (T-
2)
3.6.6. Conducts internal review and inspection of wing and geographically separated unit
recruiting and retention programs, utilizing the self-inspection checklist, applicable position
descriptions, procedural and financial guidance, and this instruction. (T-2)
3.6.7. Is the state primary point of contact for all NGB/A1Y-directed data calls, strategic
communication, and planning.
3.7. Wing/Geographically Separated Unit Commander.
3.7.1. Ensures an effective retention program is established and fosters an active career
motivation program. (T-2)
3.7.2. Ensures the retention office is collocated with the recruiting office to include an area to
facilitate privacy and confidentiality when counseling members about career concerns. (T-2)
3.8. Unit Commander.
3.8.1. Appoints, in writing, a noncommissioned officer (staff sergeant through master
sergeant) to the additional duty position of unit career advisor (one unit career advisor for every
50 members is suggested). (T-2)
3.8.2. Ensures an effective unit level retention program is established and fosters active
support of the career motivation program. (T-2)
3.8.3. Reviews and endorses completed initial career motivation program forms for all new
personnel.
14 AFI36-2624 9 OCTOBER 2018
Chapter 4
ROLES AND RESPONSIBILITIES OF AIR FORCE RESERVE OFFICIALS
4.1. Headquarters Air Force Reserve.
4.1.1. Director of Personnel, Office of Air Force Reserve (HQ AF/REP) is responsible for
oversight of policy and development of Air Force Reserve Career Enhancement Programs.
4.1.2. AF/REP works with Headquarters Air Force Reserve Command, Directorate of
Manpower, Personnel and Services (HQ AFRC/A1) by providing policy guidance to ensure
they carrying out the responsibilities to make Air Force Reserve service more attractive and
motivate individuals to participate.
4.1.3. If required, makes recommendations to improve current laws governing Air Force
Reserve membership and participation.
4.1.4. Initiates transitional personnel actions that require Air Staff or secretariat level approval
that affect the career retention of Air Force Reserve personnel.
4.1.5. Approves programs and material developed by Headquarters Air Force Reserve
Command and Headquarters Air Reserve Personnel Center to support the Air Force Reserve
career retention program.
4.2. Headquarters Air Force Reserve Command/A1.
4.2.1. Headquarters Air Force Reserve Command, Directorate of Manpower, Personnel and
Services is the major command functional authority, responsible for advisory services related
to the career assistance advisor (8A100) and enlisted professional enhancement programs to
include Air Force Reserve noncommissioned officer course and senior noncommissioned
officer course.
4.2.2. Headquarters Air Force Reserve Command, Chief, Military Personnel Division
(AFRC/A1K) is the office of primary responsibility for retention and career motivation of all
Air Force Reserve personnel.
4.2.2.1. Implements policies approved by AF/REP.
4.2.2.2. Develops procedures and materials to support the career retention program.
4.2.2.3. Evaluates the overall effectiveness of the program and give guidance as necessary.
4.2.2.4. Coordinates personnel actions affecting the career retention of Air Force Reserve
personnel.
4.3. Wing Commander/Individual Reservist Commander.
4.3.1. Develops and conducts an effective and continuous career retention program, to ensure
that the unit is fully staffed at all times.
4.3.2. Appoints senior noncommissioned officers in accordance with the enlisted
classification directory and official position description for wing career assistance advisor.
Ensures the highest quality of personnel are selected.
AFI36-2624 9 OCTOBER 2018 15
4.3.3. Hires members as wing career assistance advisors and with an approved extension,
ARPC/DPAA will extend the assignment availability code. Note: Commanders should not
assign the wing or group career assistance advisors any duties as unit career advisor.
4.3.4. Provides a well-equipped and suitably arranged facility, with private areas or rooms for
counseling.
4.4. Force Support Squadron Commander and Readiness and Integration Organization.
4.4.1. Serves as local hiring authority for career assistance advisor positions and establishes
extensive interview/review process to fill key position with the best candidate.
4.4.2. Ensures facilities are in place to support local initiatives and provides a conducive
learning environment. This includes technological, logistical and administrative supplies, and
equipment required to conduct Enlisted Professional Enhancement programs.
4.4.2.1. Utilizes installation wing, geographically separated unit, and total force integrated
memorandum of agreements to ensure resources, funds and processes are in place to deliver
enlisted professional enhancement within Air Force Instruction timeframes.
4.4.3. Ensures personnel assigned to or attending Enlisted Professional Enhancement
programs are considered unavailable for details and exercise scenarios (tasked by outside
agencies) from the program start date through program completion. When possible, deconflict
program schedules with routine wing-wide exercises in advance. Note: Actual contingency
operations may require suspension of program offerings and release of personnel as required
on an individual or group basis.
4.5. Unit Level Commander and First Sergeant.
4.5.1. Organizes and conducts an effective career retention program.
4.5.2. Appoints a career noncommissioned officer (staff sergeant or above) at the 7 or 9 skill
level to serve as unit career advisor to administer the Airmen career retention program. In
large units, consider also appointing career noncommissioned officers to assistant advisor
positions.
4.5.2.1. First sergeants and noncommissioned officers-in-charge of units without a first
sergeant authorization should not be appointed as unit career advisors. Additionally, air
reserve technicians should not be appointed as additional duty or assistant unit career
advisors.
4.5.2.2. Appointments of unit career advisor and assistant must be in writing.
Appointment letters should be maintained in unit files, with a copy sent to the wing or
group career assistance advisor. Commanders should ensure that appointees are not
assigned additional duties, to allow for appropriate and effective conduct of the career
advisor duties.
4.5.3. Checks and evaluates the unit career retention program.
4.5.4. Provides a suitably arranged facility with private areas or rooms for interviews and
counseling.
4.6. Wing Career Assistance Advisor/Retention Program Managers.
4.6.1. Administers the career retention program for the wing.
16 AFI36-2624 9 OCTOBER 2018
4.6.2. Gives prospective Group and unit career advisors copies of the job description and
assists in selecting group and unit candidates on request.
4.6.3. Distributes current reenlistment and loss statistics to all serviced groups with analysis
of loss trends.
4.6.4. Informs commanders of problems they can solve locally and of undesirable unit
conditions. Maintains list of undesirable unit conditions on file for a period of two years.
4.6.5. Explains to commanders why members are not participating and suggests ways to
correct problems that the career assistance advisor cannot resolve.
4.6.6. Processes members requiring reenlistment and projection for separation.
4.6.7. Provides group unit career advisor training.
4.6.8. Conducts unit staff assistance visits.
4.6.9. Conducts career assistance advisors’ meeting’s quarterly.
4.6.10. Publishes a group retention plan to establish local requirements for processing and
conducting the career retention program.
4.7. Group Career Assistance Advisor/Retention Program Managers.
4.7.1. Administers the career retention program for the group.
4.7.2. Records contact and counseling results on Air Force Form 158, United States Air Force
Reserve Contact and Counseling Record.
4.7.3. Works with unit commanders in identifying why members are not participating and
assists in identifying ways to correct problems.
4.7.4. Publishes a group retention plan to establish requirements for processing and
conducting the career retention program.
4.8. Unit Career Assistance Advisor.
4.8.1. Oversees the selective reenlistment program, enlistment and extension processes for all
unit members.
4.8.2. Counsels members who are undecided or who have declined reenlistment within three
months prior to their expiration term of service.
4.8.3. Coordinates with the unit commander on required documentation for members who are
denied reenlistment.
4.8.4. Ensures applicable reenlistment or extension documents are completed and processed
to the military personnel section for further action as required.
AFI36-2624 9 OCTOBER 2018 17
Chapter 5
CAREER ASSISTANCE ADVISOR PROGRAM
5.1. Career Assistance Advisor Special Duty Summary. The career assistance advisor
program selects senior enlisted personnel for special duty assignments advising commanders and
supervisors on force management, conducting professional enhancement programs and assisting
in enlisted career counseling. This chapter outlines the selection process and associated
assignment programs.
5.2. Selection and Assignment Guidance. Officials from major commands, Air Force
Personnel Center, and installations work together to select individuals for career assistance advisor
duty special duty assignments. The following guidance is provided to standardize the process and
ensure selection of high quality personnel.
5.2.1. Selection process for E-7 career assistance advisor positions
5.2.1.1. Before each bi-annual developmental special duty cycle, major command A1 will
request a list of all eligible E-7s from AFPC/DP2OSS.
5.2.1.2. AFPC/DP2OSS provides all local eligible E-7s to the major command A1. Names
of members permanently assigned under a different command at those installations, are
included.
5.2.1.3. The local hiring authority will conduct interviews and records reviews to select
most qualified members.
5.2.1.4. The major command A1 will coordinate with local hiring authority to rank order
nominees and return the listing to AFPC/DP2OSS. The commander recommendation
letters for nominees must be sent along with the listing. (T-1)
5.2.2. Selection process for E-8 career assistance advisor positions
5.2.2.1. When E-8 positions are within four months of vacancy, installation group and
wing leadership collaborate with the incumbent career assistance advisor to identify
potential candidates.
5.2.2.2. Installation or wing commander will screen applicants to ensure they meet
development special duty requirements for career assistance advisor duty. A prioritized
list of applicants will be sent to major command A1, along with commander
recommendation letters, and coordination with installation command chief master
sergeant. (T-1)
5.2.2.3. This listing will be sent to AFPC/DP2OSS, and the number one nomination on the
installation must also be submitted via case management system to AFPC/DP2OSS.
5.2.3. Continental United States career assistance advisors will be assigned for three years
with a special duty identifier of 8A100, and duty title of career assistance advisor. (T-1)
5.2.3.1. Airmen hired for Continental United States duty location will have an Assignment
Availability Code 50 (Maximum Stabilized Tour) updated in the military personnel data
system with a tour expiration date that will equal the career assistance advisor duty
effective date plus 3 years. (T-1)
18 AFI36-2624 9 OCTOBER 2018
5.2.3.2. Upon release from career assistance advisor duty, personnel will be reassigned to
duties within their primary air force specialty code and utilized locally or compete for a
subsequent assignment. (T-1)
5.2.4. Overseas continental United States career assistance advisors: Tour lengths will be
determined using the date eligible to return from overseas and are not assigned assignment
availability codes. (T-1) Upon identification of a vacancy, Air Force Personnel Center will
place an airman nominated for the career assistance advisor duty on assignment. (T-1)
5.2.4.1. Airmen selected for an overseas continental United States career assistance
advisor (long tour) position, must extend the date eligible to return from overseas to attain
retainability in order to fulfill the 36 month tour. (T-1)
5.2.4.2. Overseas short tour: Due to the short duration of these tours, Air Force Personnel
Center will fill these positions via EQUAL Plus with Airmen currently serving in these
Development Special Duties. (T-1) If qualified volunteers do not apply via EQUAL Plus,
the most eligible 8A100 non-volunteer will be selected. (T-1) Note: Airmen must have
served a minimum of two years in the current career assistance advisor position as of the
report not later than date to be eligible to apply for the overseas short tour EQUAL plus
ads. (T-1)
5.2.5. Airmen must have the required retainability or obtain it after selection for career
assistance advisor duty. (T-1)
5.2.6. Selectee will receive their assignment through normal notification channels and must
submit a special duty application package in accordance with the appropriate special duty
catalog requirements no later than 30 days from assignment notification. (T-1) The hiring
authority must certify all selectees for the development special duty. (T-1)
5.2.6.1. When the member is gained into the career assistance advisor position, the military
personnel section will update the duty air force specialty code and control air force
specialty code to reflect 8A100. (T-1)
5.2.7. Local hiring authority may recommend approval of a one-year extension of tour length
through coordination with major command A1, career assistance advisor career field manager,
and AFPC/DP2OSS after coordination with member’s primary air force specialty code
assignment functional. If approved, AFPC/DP2OSS will extend the assignment availability
code 50 expiration date (12 months).
5.2.8. Career assistance advisors may submit a base of preference request as early as 12
months prior to their maximum tour expiration, but no later than nine months prior to tour
expiration. They may also compete for reassignment to the overseas area during one of four
quarterly overseas assignment cycles. If not selected for either a base of preference or overseas
assignment, they will be allocated for a CONUS assignment during one of four overseas
returnee or CONUS mandatory mover assignment cycles. (T-1
5.3. Training. Assigned career assistance advisors must attend and complete initial training
within six months of assignment. (T-1) The career assistance advisor’s unit is responsible for
funding this mandatory temporary duty. The career assistance advisor career field manager
develops and organizes one or more training programs per year (when training requirements exist).
AFI36-2624 9 OCTOBER 2018 19
Chapter 6
ENLISTED PROFESSIONAL ENHANCEMENT PROGRAMS FOR REGULAR AIR
FORCE
6.1. Career assistance advisors are required to conduct enlisted professional enhancement
programs throughout the year. The number of courses and seminars are determined by this
instruction, and in some cases, by the population of the installation. The purpose of these programs
is to inform, deliberately develop and prepare airmen for greater responsibilities. Mandatory
programs are: first term airmen course, noncommissioned officer professional enhancement
seminar, senior noncommissioned officer enhancement seminar, and informed decision seminar.
6.2. First Term Airmen Course. Provides a structured first duty station professional
development program, designed to transition Airmen from a training mindset to the mission-
oriented environment. The first term airmen course reinforces lessons learned in basic military
training and technical training to prepare Airmen for their role in supporting the mission. The
course also provides Airmen a unique opportunity to further develop their warrior ethos and
continued expeditionary mindset. All first term Airmen must attend the first term airmen course
within 45 days of arrival to first duty station. (T-3) In addition, these airman are also required to
attend the base-level newcomer’s orientation. Supervisor support and involvement is critical for
Airmen attending first term Airmen course to ensure their future success.
6.2.1. Where more than one wing-level command structure exists, the installation wing
commander is responsible for the implementation and operation of the first term airmen course.
(T-1)
6.2.2. Installation commanders with funding for a career assistance advisor must provide
sufficient first term Airmen courses per month to ensure all attend within 45 days of arrival
on-station. The minimum is one course per month, unless approved with exception to policy.
Exceptions to policy will be approved by the installation commander, through the major
command, and AFPC/DP3DW.
6.2.3. Mandatory focus areas will include deliberate development curriculum and emerging
topics. A comprehensive listing of first term airmen course mandatory focus areas will be
directed by the most current Air Force policy memorandum and is subject to change based on
requirements, with approval from AF/A1PP. Therefore, the curriculum will be maintained by
the career assistance advisor career field manager, utilizing a central repository to ensure
availability to all base-level career assistance advisors.
6.2.4. Major command A1 and installation commanders are encouraged to tailor the first term
airmen course to meet local objectives in addition to the mandatory focus areas. However,
expanded programs must be limited to additional training that further develops their warrior
ethos and/or discusses local trends. (T-1) Extending programs for activities that are not related
to training (i.e. details, self-help projects, leisure activities, community involvement, etc.) are
not authorized. (T-1)
6.2.5. The first term airmen course will be no shorter than the minimum required time to
present mandatory focus areas, but not longer than 5 days. (T-1)
6.2.6. First term airmen course is a consolidated training environment and is not a formal
education seminar or enlisted professional military education. Therefore, completion of first
20 AFI36-2624 9 OCTOBER 2018
term airmen course does not necessarily warrant a certificate/diploma, a formal graduation
ceremony, and/or banquet.
6.2.7. First term airmen course attendees may be required to participate in physical training
unless restricted by medical waiver. When a physical training program is incorporated into
the agenda, the program must comply with minimum standards for unit physical training as
established by Air Force Instruction 36-2905, Fitness Program. (T-1)
6.2.8. Career assistance advisors will use a website or a locally devised process to register
airmen for first term airmen course. (T-3)
6.2.9. Delays in first term airmen course attendance must be documented on a memorandum
for record with justification (approved and maintained at local level).
6.2.10. The briefing system database within retrieval applications website will be used to
report attendance to unit commanders and major commands. (T-3).
6.3. Noncommissioned Officer Professional Enhancement Seminar. This seminar is designed
to augment, not replace, information taught in basic military training, technical training, ancillary
training, airman leadership school, job experience, and Air Force Handbook 1, The Airman
Handbook.
6.3.1. The course is designed for noncommissioned officers who completed airman leadership
school and who have not yet attended the noncommissioned officer academy. However, it is
open to any noncommissioned officer when seats are available.
6.3.2. Career assistance advisors will use a website or a locally devised process for members
to register for the seminar. (T-3).
6.3.3. The briefing system database within retrieval applications website will be used to report
attendance to unit commanders and major commands. (T-3)
6.3.4. Noncommissioned officer professional enhancement seminars will be no shorter than
the minimum required time to present mandatory focus areas but not longer than 5 days. Career
assistance advisors should offer at least four seminars per year, but based on the size of the
eligible populace, this seminar must be offered enough times to ensure all identified
noncommissioned officers have the opportunity to attend. (T-1)
6.3.5. This seminar is open to sister service personnel on a space available basis.
Noncommissioned officers are the priority and will not be denied attendance to accommodate
sister service attendees. (T-1)
6.3.6. Mandatory focus areas will include deliberate development curriculum and emerging
topics. A comprehensive listing of mandatory focus areas will be directed by the most current
policy memorandum and is subject to change based on requirements, with approval from
AF/A1PP. Therefore, the curriculum will be maintained by the career assistance advisor career
field manager utilizing a central repository to ensure availability to all base-level career
assistance advisors.
6.3.7. Facilitators will conduct their briefings in accordance with Air Force standardized
presentations provided to them by the career assistance advisor. As seminar managers, career
assistance advisors will ensure approved presentations are used. (T-1) The career assistance
AFI36-2624 9 OCTOBER 2018 21
advisor career field manager will maintain all approved standardized presentations and make
them available to career assistance advisors via the career assistance advisor web tools. (T-1)
6.4. Senior Noncommissioned Officer Professional Enhancement Seminar. This seminar is
designed to augment, not replace, information taught in basic military training, technical training,
ancillary training, enlisted professional military education, job experience and Air Force
Handbook 1.
6.4.1. This seminar is designed to provide newly selected master sergeants with an in-depth
view of their increased supervisory, leadership, and managerial responsibilities, to assist them
in making a successful transition to senior noncommissioned officer status.
6.4.2. This course is intended for MSgt-selects prior to actual promotion date, but not later
than one year after actual promotion date.
6.4.3. All senior noncommissioned officer professional enhancement seminars will be no
shorter than the minimum required time to present mandatory focus areas but not longer than
5 days. (T-1) The target population is all newly selected master sergeants. To ensure all
eligible personnel have the opportunity to attend, each installation will conduct a minimum of
one senior noncommissioned officer professional enhancement seminar annually and
additional seminars as required.
6.4.4. Mandatory focus areas will include deliberate development curriculum and emerging
topics. A comprehensive listing of mandatory focus areas will be directed by the current Air
Force policy memorandum and is subject to change based on requirements, with approval from
AF/A1PP. Therefore, the curriculum will be maintained by the career assistance advisor career
field manager utilizing a central repository to ensure availability to all base-level career
assistance advisors.
6.4.5. Facilitators will conduct their briefings in accordance with standardized presentations
provided to them by the career assistance advisor. As seminar managers, career assistance
advisors will ensure approved presentations are used. The career assistance advisor career field
manager will maintain all approved standardized presentations and make them available to
career assistance advisors via the career assistance advisor web tools. (T-1)
6.4.6. Career assistance advisors will use a website or a locally devised process for members
to register for the seminar. (T-3)
6.4.7. The briefing system database within retrieval applications website will be used to report
attendance to unit commanders and major commands. (T-3)
6.5. Informed Decision Seminar. This seminar is an educational experience specifically
designed to enhance one’s knowledge of Air Force benefits, highlighted program requirements,
and processes. The goal is to ensure personnel obtain the needed information in order to make the
best decision for them, their family, and their subordinates as they come close to the end of their
enlistment. All first term airmen and second term airmen are required to attend 12-15 months prior
to their date of separation unless pending involuntary separation.
6.5.1. Career assistance advisors at every installation will publicize and conduct informed
decision seminars as often as necessary to meet the needs of the installation’s populace
regardless of unit of assignment (including all tenant units). Career assistance advisors will
use a website or a locally devised process for members to register for the seminar (T-3)
22 AFI36-2624 9 OCTOBER 2018
6.5.1.1. Coordinates with Air Force Reserve and Air National Guard counterparts and
recruiters to keep people informed of force management, force shaping options and benefits
of continued service.
6.5.2. Commanders are responsible to ensure members attend within the prescribed window
and (where applicable) provide spouses the opportunity to attend.
6.5.3. Career assistance advisors will track attendance in the briefing system database within
retrieval applications website.
6.5.4. Mandatory focus areas will include emerging Air Force retention and separation
planning topics. A comprehensive listing of informed decision seminars mandatory focus
areas will be directed by the most current Air Force policy memorandum and is subject to
change based on requirements, with approval from AF/A1PP. Therefore, the curriculum will
be maintained by the career assistance advisor career field manager utilizing a central
repository to ensure availability to all base-level career assistance advisors.
6.6. Volunteer Instructors. Those facilitating in these professional enhancement seminars must
follow the standardized presentation in order to ensure the content is delivered in manner
consistent with the target audience and intent. (T-1)
6.7. Professional Development Center. Having a consolidated professional development
facility serving the needs of the base’s total force population is encouraged for all installations.
Career assistance advisors can better manage and provide professional enhancement programs to
the base populace when classrooms and resources are dedicated to these programs. Career
assistance advisors that have innovative ideas or benchmark programs, are encouraged to forward
submissions through their major command to career assistance advisor career field manager and
AF/A1PP for review.
6.7.1. When funds do not exist to send Airmen from geographically separated units or total
force integrated units to seminars, alternative techniques, such as video-teleconferencing,
webinars, defense connect online, and/or approved prerecorded seminars should be utilized to
ensure attendance of professional enhancement programs.
6.8. Survey Requests. Proposed attitude and opinion surveys, polls, questionnaires and
telephone interviews in regards to career assistance advisors or professional enhancement
programs will be processed in accordance with Air Force Instruction 38-501, Air Force Survey
Program. Survey requests will be coordinated with the career assistance advisor career field
manager and AF/A1PP.
AFI36-2624 9 OCTOBER 2018 23
Chapter 7
AIR NATIONAL GUARD UNIT CAREER ADVISOR
7.1. The Air National Guard unit career advisor program is similar to the career assistance
advisor program used by the active and reserve components. Enlisted personnel are selected
for a special duty assignment to advise commanders and supervisors on force management and
professional enhancement, and assist in career counseling. This chapter outlines the selection,
qualifications and training required to become a unit career advisor. Guidance in this chapter
applies to Air National Guard personnel.
7.2. Qualifications and Selection.
7.2.1. Unit Commanders should base the number of appointed unit career advisors on the size
of the squadron or flight the individuals will service. A good starting point is one unit career
advisor for every 50 enlisted members. Unit commanders will review the nominee’s
qualifications and ensure all requirements are met prior to selection of a unit career advisor.
Selection will be made with a letter of appointment from the unit commander. Appointment
letters will be maintained with the local retention office manager.
7.2.2. The unit career advisor must be a noncommissioned officer, and should have a
minimum of four years’ time-in-service. First sergeants and recruiters will not be assigned the
duties of a unit career advisor
7.2.3. This is an appointed additional duty which requires a substantive time commitment.
Therefore, it is recommended the appointed member be assigned no other additional duties. In
addition, member should not be a current or selected section chief.
7.3. Training and Assessment.
7.3.1. The retention office manager is responsible for administering the initial and follow-on
training for appointed unit career advisors
7.3.2. Initial training will be completed within 90 days of the member’s appointment to the
position. The training is conducted using the computer based training course that can be found
on the Advance Distributed Learning Service. The retention office manager will maintain the
training certificates of completion. It is also recommended that the member maintain a copy of
all completion certificates.
7.3.3. The retention office manager will conduct annual training and host quarterly training
meetings. Meetings should be open to representatives of airmen support programs and include
program updates and best practices.
7.3.4. The retention office manager will conduct an internal review of each unit’s career
advisor and career motivation program a minimum of every 2 years. Internal reviews can be
held more frequently if needed or requested.
7.3.5. Each area of concern on the checklist should be reviewed and a formal report produced
to include recommendations and timelines for areas of improvement. Provide a copy of the
report to the unit, group and wing commanders, the recruiting and retention superintendent and
the unit career advisor. Provide a formal out-brief during the next regular scheduled drill,
sooner if possible, to the unit commander and the career advisor. The out-brief should include
24 AFI36-2624 9 OCTOBER 2018
an overview of the internal review, highlighted achievements and recommendations for
improvement.
7.4. Duties and Responsibilities.
7.4.1. Provides career motivation information and conducts retention interviews. Assists
members in completing the National Guard Bureau Form 173-1 and assists unit commander
and supervisors with career motivation program instructions and process.
7.4.2. Notifies unit members of changes in incentive programs and provides career status
information.
7.4.3. Executes the wing/geographically separated unit sponsorship program.
7.4.4. Executes the unit career motivation program.
7.4.5. Attend all required unit career advisor training/meetings and advise unit commander
and supervisors on career motivation program procedures.
7.4.6. Identifies members who are undecided on reenlisting and those interested in retraining
into another Air Force Specialty Code. Additionally, ensure career motivation issues or
irritants are addressed at the lowest level (supervisor, first sergeant, unit commander, etc.) prior
to referral to the retention office manager.
7.4.7. The unit career advisor establishes contact and rapport with members through squadron
visits, briefings and advertisement. Also provides current information on opportunities and
benefits available to Air National Guard members. Additionally, it is important for the unit
career advisor to be familiar with and provide contact information for resources and benefit
programs to assist airmen.
7.4.8. Coordinates on all Selective Retention Program actions (Air Force Instruction 36-2606,
Reenlistment in the United States Air Force) when reenlistment eligibility changes from
“selected” to “not selected” or from “not selected” to “selected.”
7.5. Unit Career Advisor Recognition. Please see AFI 36-2805 (Special Trophies and Awards)
for procedures regarding unit career advisor recognition.
AFI36-2624 9 OCTOBER 2018 25
Chapter 8
AIR NATIONAL GUARD CAREER MOTIVATION PROGRAM
8.1. Program Description. The Career Motivation Program is an ongoing, proactive process
which enhances member engagement and assists commanders and supervisors with identifying
areas of concern which may affect retention. The process involves periodic interviews between
members and commanders to discuss future career plans and goals. The program includes the
utilization of retention and exit surveys to gain insights into members’ reasons for leaving service.
Guidance in this chapter applies to Air National Guard personnel.
8.2. Retention Managers Duties and Responsibilities.
8.2.1. Assists with retraining and relocation requests when initiated by a member or referred
by leadership. (T-2)
8.2.1.1. Managers will use the unit manning document and career change worksheet when
assisting with a retraining or relocation request. (T-3)
8.2.1.2. Managers shall review and inform [or advise] members regarding the impact of
retraining or relocation on their participation in the bonus program. (T-3)
8.2.2. Conducts follow-up and exit interviews on all members separating, transferring or
retiring, to include members who have indicated their intention to not reenlist or are still
undecided. (T-2)
8.2.3. Produces a quarterly exit survey report using the total force recruiting and retention
information support system. The report must be forwarded to the wing command chief master
sergeant and wing human resource advisor. Note: Any immediate concerns and negative
trends must be addressed as discovered through appropriate channels). (T-2)
8.2.4. Maintains member’s NGB Form 173 as required and disposes of forms in accordance
with Air Force Manual 33-363 and the records disposition schedule located in the Air Force
Records Information Management System. (T-2)
8.2.5. Managers will review each interview form to track concerns and ensure follow-up
actions are being taken and ensure all completed forms are stored properly in the total force
recruiting and retention information support system. (T-2)
8.2.6. Provides unit career advisors with career motivation program interview forms in
accordance with the applicable personnel services delivery guide. (T-2)
8.2.6.1. Monitors suspense reports and provides program status to Wing and Unit
Commanders monthly. (T-2)
8.3. Unit Career Advisor Duties and Responsibilities.
8.3.1. Provides Career Motivation information, conducts retention interviews and assists unit
commander, supervisors, and members with career motivation program instructions and
processes. (T-2)
8.3.2. Tracks, coordinates, and manages career motivation program interviews. (T-2)
8.3.3. Maintains National Guard Bureau Form 173-1, Air National Guard Retention Interview
Form for current unit members. Maintenance of forms for members exceeding 20 years must
26 AFI36-2624 9 OCTOBER 2018
be in accordance with the Air Force Records Information Management System Records
Disposition Schedule. Provide the retention interview form to the unit commander, with
supervisor coordination. The unit career advisor may be responsible for coordinating the
interview schedule for the unit commander. (T-2)
8.3.3.1. Utilizes and maintains a suspense control log for tracking interview actions when
the NGB Form 173-1 is provided and returned from the unit commander or supervisor. A
copy of the completed NGB form 173-1 should be forwarded to the retention office
manager, no later than the regular scheduled drill following the interview date. (T-2)
8.3.3.2. The NGB Form 173-1 will not be used as a record for unfavorable information or
disciplinary counseling. Exception: Include documentation relating to non-selection for
reenlistment (Air Force Form 418, Selective Reenlistment Program Consideration for
Airmen in the Regular Air Force/Air Force Reserve/Air National Guard). (T-2)
8.3.4. Provides National Guard Bureau Form 173-1, Air National Guard Retention Interview
Form to the unit commander, with supervisor coordination. The unit career advisor may be
responsible for coordinating the interview schedule for the unit commander. (T-2)
8.4. Retention Interviews. Retention interviews are conducted to ensure personnel receive
valuable guidance and counsel regarding participation as a member of the Air National Guard, and
to aid unit leaders in understanding issues that contribute to individual decisions to discontinue
service. The career motivation program includes three types of interviews: the initial interview for
new members, the reenlistment interview for personnel whose term is expiring and the follow-up
interview for personnel who may be discontinuing service. All retention interviews shall be
conducted in accordance with the method described in the career motivation program personnel
services delivery guide and documented on the NGB Form 173-1. (T-2)
8.4.1. Initial interviews are conducted to introduce new members to unit leadership, discuss
local and Air National Guard policies and explain unit expectations. This is also an opportunity
to gain insight in the individual’s career goals and interests, answer questions and address
concerns. The interview should be conducted by the unit career advisor. However, the unit
commander may exercise the option to conduct the interview.
8.4.2. The unit career advisor, the supervisor and the member discuss the retention interview
questions, document responses on the form, and sign the form. All parties must sign and date
on the form where applicable. The member has the option to request a meeting with the
commander to further discuss retention questions and decisions. The commander reviews the
form, and also signs to acknowledge awareness of the interview responses. (T-2)
8.4.3. Reenlistment interviews are conducted with all enlisted members who are within twelve
months of the expiration of their enlistment term. The purpose of the interview is to determine
the member’s intent for reenlistment, and document the unit commander’s recommendation.
All personnel who participate in the interview process will sign and date the form 173-1.
Declarations of intention and commander recommendations are not binding.
8.4.4. Interviews will be conducted by the unit career advisor and the supervisor.
8.4.4.1. The unit commander may exercise the option to conduct an interview or delegate
this duty to another commissioned officer in the same unit. If the unit commander does not
AFI36-2624 9 OCTOBER 2018 27
conduct an interview, they will review the form 173-1 and indicate comments or
recommendations. (T-2)
8.4.4.2. The retention office manager will review comments from both the member and
the commander to determine if a follow-up interview is needed.
8.4.4.3. Follow-up interviews will be conducted by the retention office manager when an
individual is recommended for reenlistment but is undecided or expresses a desire to
separate. (T-2)
8.4.4.4. The retention office manager may use the follow-up interview to attempt to
overcome any member reenlistment objections and intervene with leadership and other
resources as necessary.
8.4.5. The retention office manager will offer available options such as retraining or transfer.
(T-3)
8.4.5.1. The retention office manager will ensure the member understands the loss of
benefits that could occur with separation action, as well as possible recoupment of
incentives and/or entitlements as applicable. (T-2)
8.4.5.2. If the unit commander has not recommended the member for reenlistment, the
retention office manager will make an appointment with the member to complete the exit
interview. (T-3)
8.4.6. The retention office manager will generate an exit interview when a member initiates a
transfer request, separation or retirement. After completion of the exit interview, the loss data
and reasons should be briefed to the unit and wing commanders.
28 AFI36-2624 9 OCTOBER 2018
Chapter 9
AIR FORCE RESERVE RETENTION PROGRAM
9.1. Wing Retention Program. The wing career assistance advisor serves as principal advisor
to commanders, supervisors, and Airmen regarding retention, benefits, incentives and reenlistment
programs. The detailed list of responsibilities pertaining to retention can be found in paragraph
4.6.
9.1.1. Establishes procedures for the Selective Reenlistment Program process for unit career
advisor (not earlier than 14 months) before current expiration term of service.
9.1.2. Ensures completion of all Selective Reenlistment Programs and counsels members via
Air Force Form 158, United States Air Force Reserve Contact and Counseling Records (6
months before expiration term of service) when members decide not to reenlist.
9.1.3. Provides a retention briefing to wing leadership at the monthly manning meeting, and
as requested by leadership. The retention briefing will include unit retention measurements
and loss analysis
9.2. Quarterly Retention Statistics. The wing career assistance advisor compiles reenlistment
and loss statistics and analyzes trends utilizing the product from AFRC/A1RI and keeps a copy.
The career assistance advisor gives copies of the report quarterly to military personnel section,
group, and unit commanders, as well as their career advisor.
9.2.1. Produces quarterly retention information exit survey reports and forward to the wing
commander, unit commanders, recruiting service, wing command chief master sergeant and
military personnel section and coordinates with leadership to determine specific retention
needs. Note: Any immediate concerns, as well as negative trends found in exit surveys, should
be addressed through appropriate channels.
9.3. Contact and Counseling. Career assistance advisors will make contact by telephone, email,
letter or face to face. Counseling results will be recorded on Air Force Form 158. (T-3)
Attachment 2 gives instructions for completing the form.
9.3.1. Wing Career Assistant Advisor. Manages the career retention/benefits/entitlements
program by working closely with the wing, group and unit commanders as well as recruiters,
command chief master sergeants, group superintendents, first sergeants and group and unit
career advisors in helping to correctly assess the work environment identifying possible
problems and irritants. Once problems or irritants are identified, works with leadership to
obtain resolution.
9.3.1.1. The career assistance advisor counsels members selected for reenlistment upon
request.
9.3.1.2. The career assistance advisor counsels members not electing reenlistment at least
six months before expiration term of service.
9.3.1.3. Follow-up interviews will be conducted by the career assistant advisor when an
individual is recommended for reenlistment but is undecided or expresses a desire to
separate. The career assistant advisor may use the follow-up interview to attempt to
overcome any member reenlistment objections and intervene with leadership and other
AFI36-2624 9 OCTOBER 2018 29
resources as necessary. The career assistant advisor will offer available options such as
retraining or transfer.
9.3.1.4. If the unit commander has not recommended the member for reenlistment, the
career assistant advisor will make an appointment with the member to complete the
Retention/Exit Survey.
9.3.2. Career assistance advisor will contact and counsel members projected for reassignment
to a nonparticipating status. They will also conduct individual retention interviews for all
members separating, transferring or retiring prior to or during out-processing to identify
reasons for separation/discharge or transfer.
9.3.2.1. Career assistance advisor will contact members by telephone, letter, or face-to-
face.
9.3.2.2. Career assistance advisor will record contact results on Air Force Form 158 and
file in Retention Effort Folder with a copy of the reassignment order.
9.3.2.3. Career assistance advisor establishes a date for contact not earlier than three
months after separation date. Obtain losing commanders' consent before contacting
members.
9.3.3. Career assistance advisors will provide counseling to members with four unexcused
absences. Counseling will be provided in-person, by letter, or telephone, and will be
documented on Air Force Form 158 and in the retention folder.
9.3.4. The career assistance advisor will ensure the member is aware of, and understands the
loss of benefits that could occur with separation action, as well as possible recoupment of
incentives and/or entitlements as applicable.
9.4. The Wing Career Assistance Advisor will contact members transferred to a
nonparticipating status or expiration term of service discharge by:
9.4.1. Sending a letter to the unit commander requesting contact with the member no earlier
than three but no later than six months before loss. (T-3)
9.4.2. Contacting (by letter) only those members the unit commander has approved for
contact. (T-3)
9.4.3. Recording contact results on Air Force Form 158 and retain for one year after date of
loss or in accordance with the Air Force Records Information Management System Records
Disposition Schedule, whichever is longer. (T-3)
9.4.4. Not updating a member’s record with a past expiration term of service except to process
for expiration term of service discharge action. (T-3)
9.5. For Members ineligible to reenlist (other than nonselection), the Career Assistance
Advisor will:
9.5.1. Contact by letter no later than 12 months before current expiration term of service.
9.5.2. Record contact results on Air Force Form 158 and file in the Retention Effort Folder
with a copy of the letter in accordance with the Records Disposition Schedule in the Air Force
Records Information Management System.
30 AFI36-2624 9 OCTOBER 2018
9.5.3. Suspense for follow-up contact at least 6 months before expiration term of service.
9.6. Members that requested counseling. Contact members as soon as possible (preferably at
the next scheduled unit training assembly). (T-3)
Table 9.1. Completing Air Force Form 158. (T-3).
Item Explanation or Entry
Blank box preceding date Enter 1 for the first counseling, 2 for the second counseling,
and so on.
Date Date of contact or counseling.
Type of contact or counseling For example, Selective Reenlistment Program undecided
or declined, by phone,
face-to-face, letter.
Reasons EXAMPLE: Requested, mandatory, 6 months before
expiration term of service, will not reenlist, ARPC
reassignment request, and so on.
Comments Document each contact or counseling session clearly and
concisely. Record information that will aid future contact or
counseling. If follow-up is needed, note this in the next
section. The career assistance advisor must sign comments.
Note: The reverse side of the form, which is for initial orientation, is self-explanatory.
AFI36-2624 9 OCTOBER 2018 31
Chapter 10
RESOURCES AND REPORTS
10.1. Electronic Repository. Career assistance advisor career field manager maintains an
electronic repository or applicable centralized career field management and information site. This
site will be used to disseminate information to career assistance advisors and others as deemed
necessary by the site administrator. Applicable to Regular Air Force only. (T-1)
10.2. Registration. Base-Level web or a locally devised process to register for seminars are
mandatory. Command and/or base-specific information must be posted and maintained in
accordance with Air Force Instruction 17-100, Air Force Information Technology Service
Management and applicable supplements. Applicable to Regular Air Force only. (T-1)
10.3. Retrieval Applications Website. Career assistance advisor briefing system database
within retrieval applications website will be used to document completion of all first term airmen
courses, informed decision seminars, and enlisted professional enhancement seminars. (T-1)
Career assistance advisors should update attendance at the completion of each seminar; however,
career assistance advisors must update the attendance database every month to ensure historical
attendance data is available. Applicable to Regular Air Force only. (T-1)
10.4. Annual Report. Career assistance advisors will provide annual reports to assist HQ USAF
in effectively gauging the success of programs implemented to achieve balance in force health,
retention, and professional enhancement. The reports will be processed as follows:
10.4.1. The career assistance advisor career field manager will request information pertinent
to the programs from all career assistance advisors no later than 30 September each year. The
request will identify required topics and data for report.
10.4.2. Reports are based on fiscal year results and are due to career assistance advisor career
field manager no later than 15 November each year. They will be routed through wing
commander and command chief prior to sending to career assistance advisor career field
manager (major command must be courtesy copied).
10.4.3. AFRC/A1 career assistance advisor career field manager will collect/consolidate
reports and forward HAF/REP for analysis. Applicable to Air Force Reserves only.
10.4.4. At a minimum, the report must address the following categories:
10.4.4.1. A summary of local plans to positively impact force shaping objectives,
including seminars, job fairs, etc.
10.4.4.2. Additional efforts to publicize local retention and force shaping initiatives and
activities.
10.4.4.3. A summary of the local professional enhancement efforts including unique
courses and programs. Efforts and creative utilization of local resources to enhance
developmental environment should also be highlighted.
10.4.4.4. Information, feedback and comments on progress of all career assistance advisor
programs.
32 AFI36-2624 9 OCTOBER 2018
10.4.4.5. Summary of production for first term airmen course, informed decision, and
professional enhancement courses (eligible & completed numbers).
10.5. Standardized Air Force Sources. Career assistance advisors are required to publish a
visual aid identifying who they are, with contact information. All Air Force level standardized
publications, pamphlets and visual aids must be processed and approved in accordance with Air
Force Instruction 33-360, Publications and Forms Management. (T-1) Approved Air Force
publications are available on the Air Force e-Publishing web site. Applicable to Regular Air Force
only.
10.6. Standardized Enlisted Professional Enhancement Seminar Materials. All approved
first term airmen course, enlisted professional enhancement presentations, and mandatory focus
areas will be maintained by career assistance advisor career field manager. Applicable to Regular
Air Force only.
10.7. Locally Developed Materials. Career assistance advisors are encouraged to further
develop and utilize local resources in the creation of enlisted professional enhancement briefing
material. (T-1) If desired, an electronic copy may be coordinated through major command points
of contact and the career assistance advisor career field manager for benchmark review and
possible incorporation at broader levels. Applicable to Regular Air Force and Air Force Reserve
only.
10.8. Air Force Benefits Fact Sheet. Career assistance advisors will remind supervisors Air
Force Instruction 36-2618, The Enlisted Force Structure, requires the use of the Air Force benefits
Fact Sheet during career counseling, performance feedback or when an individual comes up for
quality review under the selective reenlistment program. (T-1) The approved Air Force benefits
fact sheet is available on the Air Force Portal and myPers. Applicable to Regular Air Force and
Air Force Reserve only.
10.9. Career Assistance Advisor Continuity Book. Each career assistance advisor will
maintain a continuity book (preferably electronically) containing current information/links which
will remain in place for use by their successor. Applicable to Regular Air Force only. At a
minimum, the continuity book will contain:
10.9.1. Administrative requirements, letters of appointment and commander/first sergeant
contact numbers as well as their Certificate of Completion of the initial career assistance
advisor training seminar. (T-3)
10.9.2. A reference list of applicable Air Force Instructions, major command/base
supplements and other applicable publications. (T-3)
10.9.3. A reference list of local functional points of contact and subject matter experts for first
term airmen course, enlisted professional enhancement, informed decision seminars subject
matter. (T-3)
10.9.4. A link to inspection checklists and reports (including financial plans) if applicable.
(T-1)
DANIEL R. SITTERLY, SES
Principal Deputy Assistant Secretary
(Manpower and Reserve Affairs)
AFI36-2624 9 OCTOBER 2018 33
Attachment 1
GLOSSARY OF REFERENCES AND SUPPORTING INFORMATION
References
AFPD 36-26, Total Force Development and Management, 22 December 2015
AFPD 36-81, Total Force (TF) Human Resource Management (HRM) Domain Governance, 15
November 2013
Air Force Manual 33-363, Management of Records, 1 March 2008
Air Force Handbook 1, The Airman Handbook, 1 October 2017
Air Force Instruction 17-100, Air Force Information Technology (IT) Service Management, 16
September 2014
Air Force Instruction 33-360, Publications and Forms Management, 1 December 2015
Air Force Instruction 36-2606, Reenlistment in the United States Air Force, 27 July 2017
Air Force Handbook 36-2618, The Enlisted Force Structure, 5 July 2018
Air Force Instruction 36-2905, Fitness Program, 21 October 2013
Air Force Instruction 38-501, Air Force Survey Program, 12 May 2010
Adopted Forms
Air Force Form 158, USAFR Contact and Counseling Record
Air Force Form 418, Selective Reenlistment Program (Selective Reenlistment Program)
Consideration for Airmen in the Regular Air Force/Air Force Reserve/Air National Guard
Air Force Form 847, Recommendation for Change of Publication
Air Force Form 964, PCS, temporary duty, Deployment, or Training Declination Statement
National Guard Bureau Form 173, Record of Retention Interview Folder
National Guard Bureau Form 173-1, Air National Guard Retention Interview Form
Terms
Discharge—The complete termination of any or all enlistments or appointments and any or all
other military status resulting in complete severance from all military status.
First—Term Airmen—Individuals who are on their: (1) first enlistment (including
Airmen who have extended their enlistments for 23 months or less), or; (2) first extended active
duty tour, or; (3) first enlistment with prior active service of less than 24 months.
Selective Reenlistment Program—A program designed to permit the reenlistment of qualified
and needed Airmen, who have shown they have the capability and dedication to adapt to future
mission requirements.
Unit Training Assembly—A planned period of training, duty, instruction, or test alert completed
by a Reserve unit.
34 AFI36-2624 9 OCTOBER 2018
Attachment 2
COMPLETING AIR FORCE FORM 158, UNITED STATES AIR FORCE RESERVE
CONTACT AND COUNSELING RECORD
A2.1. General Instructions.
A2.1.1. Type or print the form.
A2.1.2. Get the personal data required to complete the form from current alpha roster or
personnel records.
A2.1.3. File the complete originalforms in the career enhancement section.
A2.1.4. Use each form for three contacts for counseling. If you need more than three contacts,
put only the name on the second or subsequent forms. Number pages accordingly in the upper
right hand corner where specified.
Notes: 1. All entries on the form are self-explanatory, except for recording contact and
counseling. 2. If other documentation is available, (such as a letter from the member requesting
reassignment to Air Reserve Personnel Center), complete the top section of Air Force Form 158,
United States Air Force Reserve Contact and Counseling Record (see Table 9.1), add relevant
comments and attach to Air Force Form 158.
